The demand for transporting construction and building materials is growing steadily, but so is the challenge of finding qualified truck drivers to do the job. These CDL roles are critical to keeping infrastructure, commercial, and residential projects on schedule across the nation, but many carriers struggle to attract and retain drivers for this sector.
Keep reading to discover how you can better compete for talent in this specialized area of freight hauling, with a focus on what drivers want, what makes these roles unique, and how to improve your recruitment efforts.
Why the Need Is Rising
The construction industry is booming, and so is demand for materials like lumber, drywall, cement, steel, and aggregates. According to the U.S. Census Bureau, construction spending topped $2 trillion annually in 2024, with increases in residential, commercial, and infrastructure projects across the country.
At the same time, the trucking industry continues to face a persistent driver shortage. While exact numbers and opinions vary, the American Trucking Associations projected in 2023 that the industry could be facing a shortage of over 82,000 drivers by the end of the year, with that number expected to grow in coming years if trends continue. Drivers with specialized experience, like flatbed hauling or navigating job sites, are in even shorter supply.
Challenges in Attracting Drivers for This Niche
Before you invest in new technology, revise pay packages, or change your recruitment strategy, it’s critical to first understand the specific challenges that make these jobs harder to fill.
Drivers often hesitate to take construction or building material jobs for a few key reasons:
- Unpredictable Job Site Conditions: Unlike warehouses or controlled loading docks, construction sites often lack clear signage or space, making it harder for drivers to navigate and causing delays or blocked access.
- Physical Labor: Many drivers must manually secure loads, strap down materials, handle tarps, and help unload heavy freight.
- Time Pressures: Construction projects rely on timely deliveries. Some commodities such as ready-mix cement, have tight delivery windows. Delays or miscommunication can halt progress at a site, putting extra pressure on drivers to meet narrow delivery windows or wait at job sites with no clear ETA.
- Specialized Equipment Requirements: Transporting items like rebar, drywall, or concrete may require flatbed, moffett, or boom trucks, which not every driver is trained or licensed to operate.
- Pay Perception: Many drivers, such as those surveyed for Drive My Way’s 2023 Driver Happiness Report, say their compensation doesn’t reflect the full demands of the job. This can be felt especially in segments like construction transport, where drivers regularly face delays, multiple stops, early morning deliveries, and physically demanding work.
To attract and keep the right drivers, you need to understand and directly address these concerns and highlight the unique benefits that come with the job.
5 Strategies to Attract and Retain Construction Material Drivers
1) Offer Competitive, Transparent Pay
At the end of the day, pay and compensation will always remain a key factor in driver recruitment. Drivers want to know they’ll be fairly compensated, especially if the job is labor-intensive and the market is competitive.
Here are some key considerations to ensure your compensation reflects the effort and skill required to be a construction materials transport driver:
- Offer hourly or per-load pay with overtime potential.
- Consider bonuses for early starts, tarping, or safe driving milestones.
- Use sign-on or referral bonuses strategically to get experienced drivers in the door.
2) Invest in Equipment and Technology
Technology can make all the difference in attracting the right drivers and increasing operational efficiency. If your drivers are handling heavy materials or exposed to the elements, invest in:
- Automatic tarping systems or moffetts for unloading
- Latest-model trucks with improved suspension and cab comfort
- GPS and telematics systems to help with routing and time management
Modern tools not only reduce wear and tear on your equipment, but they also signal to drivers that your company values their time and health.
3) Emphasize Home Time and Consistent Schedules
One major perk of many construction material transport jobs is predictable routes and the ability to be home most nights. If your company offers these benefits, make sure they’re front and center in your job postings and recruitment messaging.
Highlight benefits such as:
- Daytime Shifts: Most job site deliveries occur during standard daytime hours, which means drivers typically work early morning to late afternoon schedules.
- Reliable, Year-Round Work: Many companies operate under long-term contracts with builders or construction firms, ensuring steady freight volume even during seasonal slowdowns.
- Local and Regional Routes: Material transport is usually tied to local or regional delivery networks, giving drivers the opportunity to return home daily or several times a week.
4) Target the Right Drivers
Construction material transport isn’t an entry-level freight for most drivers, it requires a specific skill set and comfort working in challenging environments. To hire more effectively, focus on attracting candidates who already have the necessary qualifications and relevant experience.
Many construction hauling jobs require:
- CDL-A or B licenses, sometimes with endorsements
- Flatbed or dump experience
- Confidence operating around heavy equipment and job sites
To reach these qualified drivers, tailor your recruitment strategies to focus on channels where they’re most likely to be looking, such as:
- Niche job boards and CDL school partnerships
- Local union networks or military veteran organizations
- Job fairs tied to construction and trade industries
5) Train and Promote from Within
Investing in your current drivers through training and clear advancement paths is one of the most effective ways to boost retention and attract motivated new hires. When drivers see long-term potential within your company, they’re more likely to stay and grow with you.
Build a strong internal talent pipeline by:
- Provide targeted upskilling: Offer training to help drivers move into high demand roles, like flatbed, dump, or mixer truck operation.
- Encourage peer mentorship: Pair newer drivers with experienced team members to share site-specific tips and build confidence in navigating challenging delivery environments.
- Create clear advancement paths: Show drivers how they can transition into roles like dispatch, operations, or safety, where they can continue building their skills and career.
For more ways to stay ahead of the curve in the transportation industry in 2025, be sure to check out the rest of our Employer Blog posts and connect with us on social media.
